Workplace

Five Sources of Workplace Violence and How To Prepare For Its Prevention and Response

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Five Sources of Workplace Violence and How To Prepare For It

Workplace violence is an inevitable security risk which your organization should get ready to deal with. Having emergency preparedness plan in place will provide formidable leverage for your business risk and resilience team. Workplace violence is any act of verbal, physical or emotional assault and harassment carried out against a victim within the confines of a workplace. It may include abuse and shout, hitting, beating, or attack, bullying and intimidation, and sexual harassment. Here are five key questions to get your team started for this security threat. Does your organization believe workplace violence poses a security risk to be taken seriously? Does your organization have response plan in place for workplace violence? How confident is your organization in dealing with workplace violence? What kind of workplace violence have been identified to be common to your industry? What kind of workplace violence has your organization experienced in the past five years? Providing answers to above questions should not be done loosely. It requires thoughtful insight which must consider size, assets, industry, complexity, experience, capabilities and resilience of the organization. Note also, factors that could possibly motivate persons to lunch acts of violence in workplace vary; however, it may include frustration, revenge, crime, rejection, and mental instability. Here is highlight and description of five sources of workplace violence to prepare for: Criminal intent: violence of this nature oftentimes originates from an external criminal who aims to obtain by force from a target inside the workplace. This may result to injury or fatality, and damage to assets. Customer based: is when a customer aggressively acts or reacts to a situation connected to the business transaction in the workplace. Such aggression may target a worker, a fellow customer or others. For instance, when a customer assaults an employee because their expectations are not met. Worker based: violence occurs when employee attacks, assault or harasses a customer, a fellow employee, the employer or others in the workplace. For example, a worker punches a fellow worker who has offended him/her beyond breaking point or attacks a superior who has refused to recommend a promotion or pay rise. Domestic based: occurs when a relative of a worker, employer, customer or others traces them to a workplace and carries attack. For instance, a jilted or rejected lover who visits and attacks a partner in the workplace.   Ideological based: violence is a situation where an adherent of a particular belief or faith lunches attack in workplace perceived to provide or promote a service that offends such faith. For instance, a religious fanatic who carries out assault on workers or customers in a brothel and disrupt its business activities. How to prepare for inevitable workplace violence: Prepare with PPT – activate emergency response plan through people, process and technology. This requires having in place a capable security team who can follow a process backed by technology to deter, detect and promptly respond to acts of violence in the organization. Build strong security culture – strong security culture demands strong tone from the top. When an organization does not tolerate permissive behavior, it will send message that support strong security culture. In such organization, policies and standards are enforced regardless of whether an act is considered a serious one or not. Enforce background check – background check gives insight to past behaviors and profile of a candidate. It also, provides a red flag of what such person can do if granted access to join organization. For instance, someone who has history of rape in the pass will likely attempt sexual harassment in a workplace. Provide workplace violence awareness – training employees to recognize signs and safety risks associated with workplace violence and encourage them to speak up against it is a good prevention method. For example, Human Resources unit should have a dedicated channel for people to freely and fearlessly report acts of violence. Have onsite security visibility – having security personnel physically seen in a business premises promotes sense of safety, deters some would-be attackers from attempting to attack and generally promotes peace and security. Promote data driven security operation – when a security team is being guided by a verifiable data; trends and patterns can be used for planning, execution and insightful delivery.  Data driven security operation can show connection between violence and a particular season e.g. weekend, evening, end of month, festive period, etc. Integrate CCTV surveillance to security visibility – CCTV camera have strong deterrent effect on occupants of its space. The system serves to caution people to be law abiding or make attempt and get caught. Encourage open communication – “see something, say something” is a safety and security slogan that must be encouraged amongst workforce. Sometimes a victim of covert workplace violence may not have the courage to speak up, especially if the avenue for such communication is not explicitly provided. Train your team for threat identification – employees and others in the workplace should be trained to easily recognize threats of workplace violence and report same without fear or inhibition. Deploy weapon detection technology – deploying weapon detection devices at company’s main access points will prevent entrance of lite weapons into the premises. With this in place, the risks of lethal attacks will be very low. Workplace violence can originate from five main sources. However, it preventable through application of some security measures outline above. ALSO READ 10 Ways To Prevent Workplace Violence

Five Sources of Workplace Violence and How To Prepare For Its Prevention and Response

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Five Sources of Workplace Violence and How To Prepare For It

Workplace violence is an inevitable security risk which your organization should get ready to deal with. Having emergency preparedness plan in place will provide formidable leverage for your business risk and resilience team. Workplace violence is any act of verbal, physical or emotional assault and harassment carried out against a victim within the confines of a workplace. It may include abuse and shout, hitting, beating, or attack, bullying and intimidation, and sexual harassment. Here are five key questions to get your team started for this security threat. Does your organization believe workplace violence poses a security risk to be taken seriously? Does your organization have response plan in place for workplace violence? How confident is your organization in dealing with workplace violence? What kind of workplace violence have been identified to be common to your industry? What kind of workplace violence has your organization experienced in the past five years? Providing answers to above questions should not be done loosely. It requires thoughtful insight which must consider size, assets, industry, complexity, experience, capabilities and resilience of the organization. Note also, factors that could possibly motivate persons to lunch acts of violence in workplace vary; however, it may include frustration, revenge, crime, rejection, and mental instability. Here is highlight and description of five sources of workplace violence to prepare for: Criminal intent: violence of this nature oftentimes originates from an external criminal who aims to obtain by force from a target inside the workplace. This may result to injury or fatality, and damage to assets. Customer based: is when a customer aggressively acts or reacts to a situation connected to the business transaction in the workplace. Such aggression may target a worker, a fellow customer or others. For instance, when a customer assaults an employee because their expectations are not met. Worker based: violence occurs when employee attacks, assault or harasses a customer, a fellow employee, the employer or others in the workplace. For example, a worker punches a fellow worker who has offended him/her beyond breaking point or attacks a superior who has refused to recommend a promotion or pay rise. Domestic based: occurs when a relative of a worker, employer, customer or others traces them to a workplace and carries attack. For instance, a jilted or rejected lover who visits and attacks a partner in the workplace.   Ideological based: violence is a situation where an adherent of a particular belief or faith lunches attack in workplace perceived to provide or promote a service that offends such faith. For instance, a religious fanatic who carries out assault on workers or customers in a brothel and disrupt its business activities. How to prepare for inevitable workplace violence: Prepare with PPT – activate emergency response plan through people, process and technology. This requires having in place a capable security team who can follow a process backed by technology to deter, detect and promptly respond to acts of violence in the organization. Build strong security culture – strong security culture demands strong tone from the top. When an organization does not tolerate permissive behavior, it will send message that support strong security culture. In such organization, policies and standards are enforced regardless of whether an act is considered a serious one or not. Enforce background check – background check gives insight to past behaviors and profile of a candidate. It also, provides a red flag of what such person can do if granted access to join organization. For instance, someone who has history of rape in the pass will likely attempt sexual harassment in a workplace. Provide workplace violence awareness – training employees to recognize signs and safety risks associated with workplace violence and encourage them to speak up against it is a good prevention method. For example, Human Resources unit should have a dedicated channel for people to freely and fearlessly report acts of violence. Have onsite security visibility – having security personnel physically seen in a business premises promotes sense of safety, deters some would-be attackers from attempting to attack and generally promotes peace and security. Promote data driven security operation – when a security team is being guided by a verifiable data; trends and patterns can be used for planning, execution and insightful delivery.  Data driven security operation can show connection between violence and a particular season e.g. weekend, evening, end of month, festive period, etc. Integrate CCTV surveillance to security visibility – CCTV camera have strong deterrent effect on occupants of its space. The system serves to caution people to be law abiding or make attempt and get caught. Encourage open communication – “see something, say something” is a safety and security slogan that must be encouraged amongst workforce. Sometimes a victim of covert workplace violence may not have the courage to speak up, especially if the avenue for such communication is not explicitly provided. Train your team for threat identification – employees and others in the workplace should be trained to easily recognize threats of workplace violence and report same without fear or inhibition. Deploy weapon detection technology – deploying weapon detection devices at company’s main access points will prevent entrance of lite weapons into the premises. With this in place, the risks of lethal attacks will be very low. Workplace violence can originate from five main sources. However, it preventable through application of some security measures outline above. ALSO READ 10 Ways To Prevent Workplace Violence

How To Prevent Workplace Theft

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Workplace theft what your organization should know and do (1)

Workplace theft is a nightmare to every business owner. This threat refers to a property crime which occur within a work setting with intent to run down the business. It may involve company or personal property. For instance, if a customer’s car was stolen from a company’s car park regardless a cautionary disclaimer; it is a workplace theft. Similarly, if a business keeps experiencing inventory shrinkage at its warehouse, organized stealing is active there. As a business open its doors to different individuals who are perceived to have values that would assist to drive goals of such business, chances are some persons with ulterior motive will likely mix up, if the process is not watertight to detect the attempt. It is said, a thief at workplace will steal as much as the business permits. Workplace theft oftentimes is an organized crime. It requires well thought-out organized strategy. Business owners, insurance managers, corporate security risk managers’/asset protection practitioners, law enforcement agents, statutory courts, etc. have continue to device controls and mechanisms against this threat however, its trend has remained unabated. In most cases, criminal actors who are involved in stealing at workplaces are successful because of many factors which prominently include opportunity, motivation and rationality. Here are some hard beliefs about workplace theft: Thieves steal as much as the business permits. Workplace theft can be curtailed to barest minimum. Workplace theft is a craft, mastered by some persons. Employees and others steal from business for various reasons. 10% of workers may never steal from your company, no matter the condition. 80% of worker might steal from your company, if given the opportunity, or under motivation and rationality. 10% of worker will actively look for ways to steal from your company. There are about 90% chances that stealing would happen at your organization.  What may contribute to workplace theft include: Opportunity to steal Pressure from various sources Perceived chance of detection Workplace security culture Job satisfaction Personal greed Vengeance Rationalization Socialization/subculture Tone from the top -TFT Available markets for stolen items what can be stolen? Physical assets Sensitive information Money Time Peace Potential victims of workplace theft: Business owner Risk manager Employees Management team Your organization can approach this threat through prevention, detection & response. See brief highlight. PREVENTION: Carry out background checks on workers and other stakeholders Make the workplace ethical & friendly Show genuine care for workers Promote job satisfaction and job security Activate functional security controls through people, process & technology DETECTION: Maintain functional security controls Carry out periodic audit RESPONSE: Have a strong policy and standard Workplace theft must never be romanced Be consistent and firm in implementing the policy and standard In concluding this piece: note that thieves will always be amongst the workforce who prowl the labour market to seek hire. If your business grants them the opportunity, they would come in and settle.  These thieves, having settled at the organization can steal only as much as the organization permit through available or created opportunity. The recommended strategies to manage this threat should be built around prevention, detection and response. Opportunity for stealing at business place must be consciously blocked. ALSO READ: Benefits Of Employee Background Check

10 Ways To Prevent Workplace Violence

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10 ways to prevent workplace violence in your organization (1)

Workplace violence is a potential safety and security risk that must command committed attention from every organization. Any credible act of bully, harassment, aggression, intimidation, assault, and attack carried out within the confines of a business place can pass this test. Workplace varies in nature and culture; so, does the threats of violence. Some business places may be prone to this threat than some others. For instance, the threat of workplace violence will be high in health and medical facility, hospitality and night club, production or manufacturing organizations. Same phenomenon may score low in corporate settings like financial offices, ports, county/government offices and other corporate arena. However, regardless of environment, threat of  violence against persons holds water across board. Occupational safety which resonates closely with workplace violence was recently prioritized by the state of California in US through passing into law of SB 553 which now makes it mandatory for employers to have in place “an effective workplace violence prevention plan”. Hence, it becomes unlawful and illegal for an organization in California not to have in place a comprehensive and effective prevention plan for potential attacks in business settings. This move underscores the significance of putting the safety of world’s first assets (human resources) first and other resources next. Organizations have obligation to ensure safety of all persons at their work premises, regardless of the purpose of visit. To activate processes and communication towards fulfilling this obligation is the way to go for any business who truly prioritize occupational safety. Workplace violence is a very complex security threat, because it targets human resources which are key drivers to business success. David Burke’s act of extreme aggression on flight 1771 of Pacific Southwest Airlines in December 7, 1987 which led to the plane crash and the death of forty-three persons onboard is a classic example of a determined attacker in act of workplace violence.  Here are five common types of workplace violence: Crime based: this occurs in active crime scene where the victim is not a primary target, however, got caught up in the web. Customer based: this is where a customer transfers aggression of frustration against a worker, a fellow customer or some others. Worker based: this occurs when a disgruntled or unstable worker goes berserk. The act may be against an employer, a fellow workers, or others. David Burke’s flight 1771 case was a good example of worker-based workplace violence. Owner-based: this obtains when the employer is the one attacking persons in the business premise. Such attack could be against a worker, a customer, a vendor, etc. Authority based: this type is done by persons who use their statutory authority to unleash violence on others in a workplace. Example is when on-duty law enforcement personnel carry out aggression against defenseless citizens. Redflags for workplace violence that must be taken seriously. Substance abuse Workplace toxicity Subtle act of bullying Uncontrollable emotion Fascination for violence Direct or indirect threats Obsessive acts of stalking Uncontrollable temperament Subtle violation of simple rules Subtle lack of respect for authority Sense of entitlement to “authority shield”. 10-Ways to prevent and mitigate workplace violence: Carry out risk assessment: this will enable the organization determine its exposure to this threat. Establish workplace violence prevention policy and plan: the policy as a statement of intent will set the tone and the plan will roll out follow-up reactions. Engage the workforce and communicate the policy to them: workers and other stakeholders must be informed of the position of the business about it. Activate security measures and controls: such controls should be embedded in physical and procedural security operation; e.g., surveillance, alarm, and visibility. Create incident reporting and response channel: there must be open channels for victims and observers to speak up about signs or occurrence of attack. Respond promptly: every perceived suspicion or real act of workplace violence must be visited with full wrath of the policy and plan. Provide support system: those who might suffer direct or indirect impact of attacks should receive necessary supports that are legally available as a duty of care. Ensure smart hire through background check: organization must know who they want to hire and the implications or otherwise of such hire. Maintain continuous training: beside onboarding inductions, organizations must continue to keep workers aware of its stance on the subject. Carry out random drug and alcohol test in the premise: such exercise will expose persons who may likely be a threat to the workplace. Threats of attack at business place is a security risk that must receive deserved attention and prioritization. Prevention is the best approach. When its early warning beams, it should not be taken for granted. As complex as it appears, this piece has highlighted some strategic approach to apply. ALSO READ: How Your Organization Should Prepare For Civil Disturbance

Embracing Diversity and Inclusion: The Key to a Prospering Workplace Culture

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Diversity and inclusivity in the workplace are crucial in today’s ever-changing business landscape. Organizations that fail to embrace it are likely to lose opportunities to attract and retain top brains and talent. “Organizations that don’t embrace equity, diversity, and inclusion will be left behind” – Courtnie Barret-Parks In this article, we shall explore the advantages or benefits of ensuring a diverse and inclusive workplace culture. Diversity refers to the differences that exist within a group of people in terms of race, ethnicity, age, education level, gender, religion, etc. Diversity in the workplace means that an organization employs a wide range of individuals with different characteristics. By ensuring a more accepting, diverse culture, organizations will experience a substantial positive effect on individuals and a stronger bond within teams. Equity refers to fairness and equal treatment for all individuals, regardless of their differences. Inclusion means creating a workplace culture that values and respects the differences that exist among employees. “Remember, diversity just means different,” says Barret-Parks The concept of diversity is associated with factors such as race, culture, and origin. A much deeper understanding of diversity includes how we think, work, and communicate. An effective Diversity, Equity, and Inclusion (DEI), strategy recognizes the value of this uniqueness and supports each employee in achieving their full potential. According to Grace Lim, “DEI allows for equal opportunity. Equity means it is good for all, not just for a certain group of individuals.” Why Embrace Diversity and Inclusion in the Workplace? 1. Diversity Expands Innovation, Creativity and Productivity According to studies carried out by the Harvard Business Review, it was revealed that the more diverse the team is in terms of demographics and deep-level diversity, the more creative and productive they are likely to be. When diversity is increased in the workplace, it increases creativity and innovation. Teams that see the same thing in different ways are more likely to get a wider range of fresh ideas, improving the productivity of the workforce. A diverse and inclusive workplace can lead to increased innovation and creativity, as employees from diverse backgrounds bring different perspectives and ideas to the table. An inclusive workplace that supports diversity also helps attract and retain top talent. 2. Diversity Results in Better Decisions When employees with different backgrounds and perspectives come together, they come up with more solutions, there will be improved decision-making processes and results. This is because they bring different ideas and possible solutions based on their background and differences. Diverse teams are likely to make decisions faster than individual workers. Researchers found that when diverse teams made a business decision, they outperformed individuals. 3. Knowledge-sharing leads to More Resources at Work Knowledge-sharing between cultures is one of the important things that is needed to ensure a successful, diverse, and inclusive work environment. A culture of knowledge-sharing paired with increased diversity brings many benefits to both individuals and organizations. Studies show that people of diverse backgrounds also tend to view information-gathering and knowledge-sharing differently, which helps to bring a variety of resources, skill sets, and attitudes to the project. Organizations and teams benefit from more collaborative planning and project execution through knowledge-sharing and diverse perspectives. 4. Cognitively Diverse Improves Problem-Solving Skills Cognitive diversity means differences in perspective or information processing styles. In the studies conducted by Harvard Business Review, it was discovered that individuals with diverse cognitive abilities, as opposed to gender, ethnicity, and age, show faster and more advanced problem-solving skills when working together in teams. Employees from diverse backgrounds have different experiences and views, which is why they can bring varying solutions to the table. Thus, the best solution can be chosen sooner, which leads to faster problem-solving. 5. Diversity and Inclusion will Improve Your Organization’s Reputation Diversity broadens an organization’s customer base. By having a diverse workforce, they are more likely to learn about the concerns and preferences of various population segments. This allows the employees to work and adjust their products or services to the taste of the customers to make them more enticing to different populations, which will eventually lead to an increase in the number of customers. Organizations that are dedicated to building and promoting diversity in the workplace are seen as humanitarian and socially responsible, which ultimately creates a better reputation. Read Also: Strategies To Build A Successful Career (Part 2) How to Embrace Diversity and Inclusion in the Workplace 1. Recognize the Value of Diversity Recognizing the unique perspectives and talents that diverse individuals bring to the table is the first step in embracing diversity. To achieve this, you need to understand that diversity goes beyond visible differences such as race, gender, ethnicity, and age. It includes a wide range of characteristics, which include: Cultural background, education, experience, religious beliefs, disabilities, and cognitive styles. With diversity comes an array of knowledge insight, creativity, innovation, unique strengths, and perspectives. Recognizing these and embracing diversity and inclusion in the workplace can benefit the organization. 2. Build Diverse Teams When forming teams at any level, actively seek to diversify the team members. Consider recruiting individuals from underrepresented groups and creating equal opportunities for their advancement. By including individuals with different perspectives, skills, and backgrounds, you can promote creativity, innovation, and problem-solving and avoid groupthink. 3. Build Relationships with Colleagues from Different Backgrounds In your organization, make an effort to get to know and learn from colleagues from different backgrounds and cultures. This will help you to know them better, and why they behave the way they do. It will assist you to develop empathy and to understand their perspectives genuinely. 4. Lead by Example If you are in a leadership position, set the tone for your team by being inclusive in your activities and programmes carried out. Diversity and inclusion in the workplace are important for both career advancement and personal growth. Creating a work environment that is inclusive and equitable is crucial to allowing all individuals to thrive and bring their best ideas to the table.